HR Business Partner
Contract Type:
Full Time
Location:
Rose Bay - New South Wales
Industry:
Contact Name:
Sophie Kelly
Contact Email:
SophieK@coxpurtell.com.au
Contact Phone:
0292203400
Date Published:
29-Jan-2025
HR Business Partner
Sydney - Eastern Suburbs
Permanent Role – Full Time
Salary: $120,000 – $140,000 + Super
In-office role – 5 days per week on-site
Cox Purtell is currently working with a prestigious educational institution based in the Eastern Suburbs with a history spanning over 100 years. A dynamic and vibrant workplace with a real community feel, where staff are highly valued and respected.
Our client is looking to hire a professional and experienced HR Manager with prior experience in end-to-end Human Resources – from Recruitment & Onboarding to Employee Relations, Policy, Learning & Development, and HRIS implementation. Leading a small team of 2, this role provides a great opportunity for a hands-on leader who’s passionate about developing others.
The successful candidate would be happy to work in a traditional, values-driven organisation with a Christian ethos.
Your Area of Responsibilities:
• Recruitment Operations:
o Lead Recruitment Operations across the organisation.
o Assist Strategic Leaders across the organisation in recruitment process.
o Oversee all job ads across all applicable recruitment platforms.
o Assist in the on-going development of on-boarding experience.
• HR Management:
o Assist Head of P&C in developing comprehensive succession planning
o Develop and enhance the Employment Value Proposition (‘EVP’).
o Conduct effective employee exit interviews and develop effective reporting to outline any trends/issues.
• Employment Relations Operations:
o Advise Head of P&C on any key issues & areas of concern with staff.
o Assist Head of P&C with the mediating and documenting staff performance related meetings.
o Advise and coach line managers on employee relation questions/issues.
o Provide interpretation and advice of the Multi-Enterprise Agreement (‘MEA’).
o Provide policy and procedure advice.
• HRIS Operations:
o Assist Head of P&C with the implementation and maintenance of the HRIS.
o Ensure continuous improvement and development of HR operations.
o Ensure that all staff data is timely and accurately captured on the HRIS.
o Oversee the daily operation of the HR department.
• Support with Onboarding and Performance Development.
• Exercise effective team leadership, communication and training in the development and support of the People and Culture Team – 2 HR Administrators.
Your Profile:
The ideal candidate would have extensive HR management experience and have been through a HRIS implementation project previously.
• Professional maturity and the ability to lead a team is essential
• A people person with excellent stakeholder management skills – able to work across departments and levels of seniority.
• A hands-on leader who’s passionate about developing their team members.
• Strong organisational and time management skills, with an ability to prioritise tasks, meet prescribed deadlines, and concurrently manage a number of competing tasks.
• Ability to lead a systems implementation project and the migration of information from old to new HRIS.
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OUR BLOG
Recruitment is a tough game, especially when you're new to the industry. There's a lot to take in - KPIs to hit, industries to learn about, relationships to build, and cold calls to make. Your first few weeks and months as a recruiter can be overwhelming as you try to grow your expertise. In this blog, I cover some key tips that will have you kicking open doors in no time! Be Authentic Everyone has their own communication style and workflow. Find what works for you and stay true to it. You'll build stronger relationships with candidates and clients when you're professional while still letting your unique personality shine through. Be Confident in What You Offer Understand the value you bring as a recruiter and don’t be afraid to promote it. If you want your clients and candidates to stick around, you must believe that you’re the problem solver they need - and make sure they know it too. Establish a Process Early On Figure out what works best for you and build consistency into your daily workflow. Having a structured approach will help you stay organized and productive. Listen to Your Colleagues Your colleagues will be your best teachers in recruitment. Pay attention to how they handle different situations - how do they build rapport quickly? How do they deliver good (or bad) news? Listen to their questioning techniques and "borrow" the best ones to refine your own style. Learn from Your Candidates Use your conversations with candidates as a learning opportunity. Even the most complicated roles become clearer when you hear about them from different perspectives. Get on the Phone You don’t build strong relationships through emails alone. Prioritise in-person or phone-based communication to maximise your influence and establish real connections. Eat the Frog Tackle the least enjoyable task first thing in the morning. That way, you start the day on a high instead of procrastinating on that one difficult phone call. Be Consistent with Business Development Make Business Development (BD) a daily habit. Consistently building relationships and pipeline will ensure long-term success. Celebrate Successes Take time to acknowledge both your personal wins and team achievements. Whether it's securing that elusive client meeting or making your first placement, celebrating successes is key to avoiding burnout. "Recruitment is a marathon, not a sprint - stay authentic, stay consistent, and success will follow."
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